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Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.",{"error":124,"title":376,"minChars":574,"seoTitle":376,"emailSent":379,"minDigits":575,"emailLabel":300,"backToLogin":576,"description":577,"submitButton":378,"updateButton":578,"seoDescription":376,"updatingButton":377,"passwordUpdated":579,"emailPlaceholder":580,"errorDescription":380,"newPasswordLabel":581,"newPasswordTitle":582,"passwordMismatch":583,"submitButtonLoading":377,"confirmPasswordLabel":584,"emailSentDescription":381,"resetErrorDescription":585,"newPasswordPlaceholder":586,"confirmPasswordPlaceholder":587,"passwordUpdatedDescription":588},"Password must contain at least 8 characters","Password must contain at least 2 digits","Back to login","Enter your email address","Update password","Password updated","your email","New password","Enter your new password","Passwords do not match","Confirm password","Unable to reset your password. Please try again.","Your password","Confirm your password","Your password has been successfully reset.",{"title":590,"askQuestion":441},"Meet our experts",{"terms":592,"title":593,"errors":594,"company":597,"loading":23,"getAnswer":598,"acceptTerms":599,"securePayment":600},"Terms and Conditions","Secure payment of £3.00",{"title":124,"genericError":261,"paymentError":595,"initializationError":596},"An error occurred during payment","Error initialising payment","expert-zoom","Get answer","I accept the","Secure payment of {amount}",{"title":602,"infoMid":603,"infoTime":604,"subtitle":605,"infoStart":606,"buttonText":607,"expertFallback":608},"Payment successful","You will receive an email in approximately","5 minutes","Your payment has been confirmed","is reading your question.","View my question","The expert",{"to":610,"seconds":611,"responseTo":612,"expertReading":613,"estimatedResponseTime":614,"expertSentPartialResponse":615},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} has sent part of the answer to",{"back":375,"title":376,"sending":377,"sendLink":378,"description":617,"notifications":618},"A reset link will be sent to your email address",{"error":124,"emailSent":379,"emailError":619,"loginRequired":620,"emailSentDescription":381},"Could not send reset email. 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Here is what you need to know.\n\n## Major Immigration Rule Changes from 26 March 2026\n\nThe UK Home Office published a sweeping update to immigration rules effective from 26 March 2026, affecting both employers and employees across multiple visa categories.\n\n**[Asylum seekers](\u002Fgb\u002Fnews\u002Fshabana-mahmood-uk-asylum-law-2026): narrowed work access**\n\nPreviously, asylum seekers who had waited more than a year for a decision could access a wider range of jobs. From 26 March 2026, asylum seekers may only access employment in roles at **RQF Level 6** (graduate-level positions), which are normally eligible under the Skilled Worker route. This significantly reduces the type of work asylum seekers can legally take while awaiting decisions.\n\n**Skilled Worker salary compliance: stricter enforcement**\n\nEmployers sponsoring workers under the Skilled Worker route must ensure that sponsored employees receive **exactly the salary stated on their Certificate of Sponsorship** in each pay period, not an annual average. This new enforcement standard targets cases where employers have underpaid sponsored workers in some months and compensated in others.\n\n**Settlement qualifying period: proposed extension**\n\nThe government has proposed extending the settlement (Indefinite Leave to Remain) qualifying period from **5 years to 10 years** for most sponsored work routes. This proposal, if enacted from April 2026, would significantly delay pathways to permanent residence for many migrant workers currently in the UK.\n\n## Rights That Have NOT Changed: What All Legal Migrant Workers Are Entitled To\n\nRegardless of the new rules, all migrant workers with a legal right to work in the UK are entitled to the **same statutory employment protections as UK and Irish workers**:\n\n- **[National Living Wage](\u002Fgb\u002Fnews\u002Fminimum-wage-april-2026-uk-workers-rights-increase)**: From April 2026, the National Living Wage for workers aged 21+ applies equally to all workers, regardless of nationality\n- **Working Time Regulations**: Maximum 48-hour week (unless opted out), rest breaks, and paid annual leave (5.6 weeks minimum)\n- **Anti-discrimination protection**: The Equality Act 2010 prohibits discrimination based on nationality, race, religion, or any other protected characteristic\n- **Unfair dismissal rights**: After two years of employment, workers cannot be dismissed without a fair reason and fair process — regardless of immigration status\n- **Statutory Sick Pay and Maternity\u002FPaternity rights** apply equally to all workers meeting the qualifying conditions\n\n**Employers cannot offer inferior employment terms based on a worker's immigration status.** If you suspect you are being underpaid or treated differently because of your nationality or visa status, you have legal recourse.\n\n## What Employers Must Now Do\n\nThe updated Home Office guidance places stronger obligations on sponsor-licence holders:\n\n- Conduct **right-to-work checks** before employment starts for all workers\n- Explicitly communicate employment rights to all sponsored workers\n- Maintain accurate payroll records demonstrating compliance with Certificate of Sponsorship salary commitments\n- Report to the Home Office within 10 working days if a sponsored worker stops working for them or changes working conditions\n\nFailure to comply can result in sponsor licence revocation, preventing companies from hiring workers from overseas.\n\n## Student Visa Restrictions Affecting Workers\n\nFrom 26 March 2026, student visa applications from nationals of **Afghanistan** will be refused. Applications from **Cameroon, Myanmar, and Sudan** also face rejection for student visas. This affects any student workers from these countries currently in the UK on student visas who may be switching to work visas.\n\n## When to Consult an Immigration Lawyer\n\nThe complexity of these changes means many workers and employers could inadvertently find themselves non-compliant. Consider seeking legal advice if you:\n\n- Are an employer sponsoring workers and unsure about new salary compliance rules\n- Are a migrant worker whose employer has changed your pay structure\n- Are an asylum seeker who was previously working and now faces work restrictions\n- Are on a Skilled Worker visa and planning to apply for settlement in the next few years\n- Have received correspondence from the Home Office that you do not fully understand\n\n**YMYL notice**: Immigration law is complex and consequences of non-compliance — including visa cancellation, removal, or sponsor licence revocation — can be severe. The information in this article is for general guidance only. Always consult a qualified immigration solicitor or legal advisor for advice specific to your situation.\n\nExpert Zoom connects you with [experienced legal specialists](https:\u002F\u002Fexpert-zoom.com\u002Fgb\u002Flawyers) who can guide you through the new UK immigration rules and protect your rights.\n\n## English Language Requirements: Future Change on the Horizon\n\nLooking ahead, proficiency requirements for settlement applications will increase from CEFR Level **B1 to B2** for applications submitted on or after **26 March 2027**. This gives current Skilled Worker visa holders approximately one year to prepare if they plan to apply for settlement.\n\nB2 corresponds to an upper-intermediate level — comfortable handling complex language, understanding main ideas in technical discussions, and expressing views with reasoned arguments. Workers who may currently just meet the B1 standard should consider investing in English language training now.\n\n## Practical Steps for Migrant Workers in March 2026\n\n1. **Check your visa conditions** — Know exactly what your current leave to remain permits, including work rights and any restrictions\n2. **Keep copies of all employment documents** — Pay slips, contracts, and the Certificate of Sponsorship you were hired under\n3. **Know your employer's obligations** — Your employer must not change your salary without updating your sponsorship documentation\n4. **Get professional advice early** — If you are approaching a settlement application or your visa is due for renewal, consult an immigration lawyer well before deadlines\n\nThe UK's immigration landscape is evolving rapidly in 2026. Staying informed and seeking timely legal guidance is the most effective way to protect your position.\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F1a7b6fa0809a.webp","Lawyer advising a migrant worker about UK employment rights in a modern office",null,4,"PUBLISHED","en-GB","gb","en","cmkzhdq5n000f6svtqjjoetow","e05d4de6-e469-4542-ba2b-105ef865e899","UK Immigration Rules March 2026: Migrant Rights | Expert Zoom","New UK immigration rules effective 26 March 2026 affect migrant workers, asylum seekers and employers. Know your rights before the changes take effect.","migrants uk employment rights 2026","migrants","GB","1a7b6fa0809a","9cc87197-5408-43dc-9de5-d740868a64f4",794,2,"2026-06-03T15:50:01.264Z",4.35,"poor",1.58,"good",0.01,"2026-06-01T05:28:34.992Z","2026-03-20T10:15:02.262Z","2026-07-01T10:52:40.537Z",{"id":735,"name":521,"slug":523,"parentId":729},{"id":736,"first_name":757,"name":758,"slug":759,"specialty":760,"picture":761,"region":762},"Amelia","Davies","amelia-davies","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775240173959.webp",{"code":732,"country":763},{"code":741,"name":764},"Royaume-Uni","\u003Cp>New immigration rules taking effect on \u003Cstrong>26 March 2026\u003C\u002Fstrong> are reshaping employment rights for migrant workers in the United Kingdom — and legal experts warn that many workers may not be aware of the changes. Here is what you need to know.\u003C\u002Fp>\n\u003Ch2 id=\"major-immigration-rule-changes-from-26-march-2026\">Major Immigration Rule Changes from 26 March 2026\u003C\u002Fh2>\n\u003Cp>The UK Home Office published a sweeping update to immigration rules effective from 26 March 2026, affecting both employers and employees across multiple visa categories.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>\u003Ca href=\"\u002Fgb\u002Fnews\u002Fshabana-mahmood-uk-asylum-law-2026\">Asylum seekers\u003C\u002Fa>: narrowed work access\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Previously, asylum seekers who had waited more than a year for a decision could access a wider range of jobs. From 26 March 2026, asylum seekers may only access employment in roles at \u003Cstrong>RQF Level 6\u003C\u002Fstrong> (graduate-level positions), which are normally eligible under the Skilled Worker route. This significantly reduces the type of work asylum seekers can legally take while awaiting decisions.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Skilled Worker salary compliance: stricter enforcement\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Employers sponsoring workers under the Skilled Worker route must ensure that sponsored employees receive \u003Cstrong>exactly the salary stated on their Certificate of Sponsorship\u003C\u002Fstrong> in each pay period, not an annual average. This new enforcement standard targets cases where employers have underpaid sponsored workers in some months and compensated in others.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Settlement qualifying period: proposed extension\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>The government has proposed extending the settlement (Indefinite Leave to Remain) qualifying period from \u003Cstrong>5 years to 10 years\u003C\u002Fstrong> for most sponsored work routes. This proposal, if enacted from April 2026, would significantly delay pathways to permanent residence for many migrant workers currently in the UK.\u003C\u002Fp>\n\u003Ch2 id=\"rights-that-have-not-changed-what-all-legal-migrant-workers-are-entitled-to\">Rights That Have NOT Changed: What All Legal Migrant Workers Are Entitled To\u003C\u002Fh2>\n\u003Cp>Regardless of the new rules, all migrant workers with a legal right to work in the UK are entitled to the \u003Cstrong>same statutory employment protections as UK and Irish workers\u003C\u002Fstrong>:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>\u003Ca href=\"\u002Fgb\u002Fnews\u002Fminimum-wage-april-2026-uk-workers-rights-increase\">National Living Wage\u003C\u002Fa>\u003C\u002Fstrong>: From April 2026, the National Living Wage for workers aged 21+ applies equally to all workers, regardless of nationality\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Working Time Regulations\u003C\u002Fstrong>: Maximum 48-hour week (unless opted out), rest breaks, and paid annual leave (5.6 weeks minimum)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Anti-discrimination protection\u003C\u002Fstrong>: The Equality Act 2010 prohibits discrimination based on nationality, race, religion, or any other protected characteristic\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Unfair dismissal rights\u003C\u002Fstrong>: After two years of employment, workers cannot be dismissed without a fair reason and fair process — regardless of immigration status\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Statutory Sick Pay and Maternity\u002FPaternity rights\u003C\u002Fstrong> apply equally to all workers meeting the qualifying conditions\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Employers cannot offer inferior employment terms based on a worker's immigration status.\u003C\u002Fstrong> If you suspect you are being underpaid or treated differently because of your nationality or visa status, you have legal recourse.\u003C\u002Fp>\n\u003Ch2 id=\"what-employers-must-now-do\">What Employers Must Now Do\u003C\u002Fh2>\n\u003Cp>The updated Home Office guidance places stronger obligations on sponsor-licence holders:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Conduct \u003Cstrong>right-to-work checks\u003C\u002Fstrong> before employment starts for all workers\u003C\u002Fli>\n\u003Cli>Explicitly communicate employment rights to all sponsored workers\u003C\u002Fli>\n\u003Cli>Maintain accurate payroll records demonstrating compliance with Certificate of Sponsorship salary commitments\u003C\u002Fli>\n\u003Cli>Report to the Home Office within 10 working days if a sponsored worker stops working for them or changes working conditions\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Failure to comply can result in sponsor licence revocation, preventing companies from hiring workers from overseas.\u003C\u002Fp>\n\u003Ch2 id=\"student-visa-restrictions-affecting-workers\">Student Visa Restrictions Affecting Workers\u003C\u002Fh2>\n\u003Cp>From 26 March 2026, student visa applications from nationals of \u003Cstrong>Afghanistan\u003C\u002Fstrong> will be refused. Applications from \u003Cstrong>Cameroon, Myanmar, and Sudan\u003C\u002Fstrong> also face rejection for student visas. This affects any student workers from these countries currently in the UK on student visas who may be switching to work visas.\u003C\u002Fp>\n\u003Ch2 id=\"when-to-consult-an-immigration-lawyer\">When to Consult an Immigration Lawyer\u003C\u002Fh2>\n\u003Cp>The complexity of these changes means many workers and employers could inadvertently find themselves non-compliant. Consider seeking legal advice if you:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Are an employer sponsoring workers and unsure about new salary compliance rules\u003C\u002Fli>\n\u003Cli>Are a migrant worker whose employer has changed your pay structure\u003C\u002Fli>\n\u003Cli>Are an asylum seeker who was previously working and now faces work restrictions\u003C\u002Fli>\n\u003Cli>Are on a Skilled Worker visa and planning to apply for settlement in the next few years\u003C\u002Fli>\n\u003Cli>Have received correspondence from the Home Office that you do not fully understand\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>YMYL notice\u003C\u002Fstrong>: Immigration law is complex and consequences of non-compliance — including visa cancellation, removal, or sponsor licence revocation — can be severe. The information in this article is for general guidance only. Always consult a qualified immigration solicitor or legal advisor for advice specific to your situation.\u003C\u002Fp>\n\u003Cp>Expert Zoom connects you with \u003Ca href=\"https:\u002F\u002Fexpert-zoom.com\u002Fgb\u002Flawyers\">experienced legal specialists\u003C\u002Fa> who can guide you through the new UK immigration rules and protect your rights.\u003C\u002Fp>\n\u003Ch2 id=\"english-language-requirements-future-change-on-the-horizon\">English Language Requirements: Future Change on the Horizon\u003C\u002Fh2>\n\u003Cp>Looking ahead, proficiency requirements for settlement applications will increase from CEFR Level \u003Cstrong>B1 to B2\u003C\u002Fstrong> for applications submitted on or after \u003Cstrong>26 March 2027\u003C\u002Fstrong>. This gives current Skilled Worker visa holders approximately one year to prepare if they plan to apply for settlement.\u003C\u002Fp>\n\u003Cp>B2 corresponds to an upper-intermediate level — comfortable handling complex language, understanding main ideas in technical discussions, and expressing views with reasoned arguments. Workers who may currently just meet the B1 standard should consider investing in English language training now.\u003C\u002Fp>\n\u003Ch2 id=\"practical-steps-for-migrant-workers-in-march-2026\">Practical Steps for Migrant Workers in March 2026\u003C\u002Fh2>\n\u003Col>\n\u003Cli>\u003Cstrong>Check your visa conditions\u003C\u002Fstrong> — Know exactly what your current leave to remain permits, including work rights and any restrictions\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Keep copies of all employment documents\u003C\u002Fstrong> — Pay slips, contracts, and the Certificate of Sponsorship you were hired under\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Know your employer's obligations\u003C\u002Fstrong> — Your employer must not change your salary without updating your sponsorship documentation\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Get professional advice early\u003C\u002Fstrong> — If you are approaching a settlement application or your visa is due for renewal, consult an immigration lawyer well before deadlines\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The UK's immigration landscape is evolving rapidly in 2026. Staying informed and seeking timely legal guidance is the most effective way to protect your position.\u003C\u002Fp>\n",{},[]]